Orientation

Definition of Orientation Orientation is the process undertaken by theorganizational socialization to help new employeesadapt to new working conditions and environmentorganizations and their new colleagues. Durationorientation program for employees is between oneday to one week.

Importance of orientation

Helps your employees get up to speed quickly and learn the

ground rules of the company. This often reduces start-up,training, and other indirect costs associated with having newemployees who are unfamiliar with the company. Conserves manager, supervisor, and peer time. Answeringthe most common questions posed by new employeessaves everyone else the time in answering, explaining, andclarifying issues.

Reduces the new employee stress factor. Everyone, even

new CEOs, experiences some level of anxiety and stress whenstarting a new job at a new workplace. Efficient new employeeorientation programs have been proven to significantly reducethis stress and bring it down to a manageable level. Helps establish a positive, can-do attitude at the beginning of anew employment situation. Learning job responsibilities,expectations, and the corporate attitude of their new employerhelps employees feel both comfortable with and knowledgeableabout their new job and the level of performance that thecompany wants. This typically establishes a positive employeeattitude toward the new situation and future possibilities ofsuccess.

The aim of the orientation

program

The basic purpose of the orientation program is to help new

employees adapt to the new environment.1. Introduce new employees to the organization.2. Help new employees to overcome feelings of worry,nervousness and shyness.3. Increase the acceptance of new employees in theorganization.4. New employee's commitment

1. Introduce new employees to the organization. shyness.

- The trial process to foster employee attitudes and newstandards according to the organization's environment tohelp the employee to familiarize himself with his new workenvironment.2. Help new employees to overcome feelings of worry,nervousness and shyness.- Feeling embarrassed when confronted with newcolleagues will increase the level of employee concerns.- Organizations must take appropriate measures to reduceanxiety and promote a sense of confidence in themselvesnew employees.

3. Increase the acceptance of new employees in the

organization.- Provide opportunities for new employees tounderstand and accept the values, norms, beliefs andbehaviour of others in the organization.4. New employee's commitment- Through orientation programs, stress faced by newemployees would be reduced and allow them toconcentrate on their duties and carry out assignedtasks well.

aspect orientation program

1. Adapt to the task- Efforts to train new employees perform tasks that have been setin order to perform their jobs well and effectively.2. Adapt to the corporate culture- Help new employees to prepare for their corporate workenvironment.3. Adapt to social conditions- Help employees to familiarize themselves with colleagues andnew organizational environment.

The main problem commonly faced

by new employees1. Problems in the group acceptance- Whether he/she will be accepted by other groups ofworkers.- Whether he/she will be liked by others- Whether he/she is going to face the threat ofphysical or psychological

2. Problems expected- Every worker has the expectation of the work done.- Too high expectations will lead to frustration anddissatisfaction.3. First working conditions- Work environment that is comfortable and conducivefacilitate the adaptation of workers and the workingenvironment of the new organization.

the problems faced in the

orientation program1. Too much information- Employees are given information that they havedifficulty understanding the information presented.

2. Too many forms to be filled

- New employees had to fill out lots of forms. Forexample, personal information form and EPF forms.

3. Difficulty of the task

- Workers may be very difficult task to task failed. It causes theemployee to feel frustrated, lose confidence in ourselves and loseinterest to continue other work.4. A brief description and blur- Simple and blurred descriptions will cause confusion.- New employees should be given a clear and easy to understandthe aspects of the job in order to carry out these functions properlyand effectively.5. Giving a trivial task- Trivial task and easily cause loss of interest and motivation ofemployees.

The FORM & Stage of orientation program

Orientation program conducted effectively to

facilitate employees to adapt to the newenvironment and work organization.1) The formal nature2) Informal nature

The formal nature

a) The organizationi) covers general matters that have relations with allemployees as follows- Policies and procedures of the organization- The payment of compensation- Safety procedures in the workplace- Physical facilities such as car park, mosqueand cafeteriaii) implemented by the Department of HumanResources. One way is to provide workers with manualwork.

b) The departmenti) The program is run by the supervisor. Supervisorresponsible for introducing new employees to colleagues andexplain the functions, policies and procedures of thedepartmentii) The manager should prepare a list of things that need tobe covered in the orientation program for individuals whocarry out orientation. This list allows the organization to makesure the important things are not left behind when eachprogram has expired.

Informal natureThere are several examples in the form of aninformal orientation as a simple familiarizationsession where no planning and it is spontaneous

Step 1: The Employee is

Hired A new employee is hired. The hiringdepartment works with theEmployment section of the Office ofHuman Resources to determine astart date for the new employee. Hiring a new employee is the mostimportant step in any orientation;without a new employee, there wouldbe no orientation!

Step 2: Prepare for Employees

Arrival The Office of Human Resources prepares forthe anticipated arrival of the new employee. Orientation materials are prepared for the newemployee that welcomes the new employeeand explains and guides them through anyanticipated meetings with the Office of HumanResources. Departmental orientation materials are alsoprepared that serve to guide departmentsthrough the orientation process according totheir new employees expected needs.

Step 2: Prepare for Employees

Arrival Ex: a Benefit representative will prepare for theemployees Benefits Information Session, which isdesigned to orient new employees to their availablebenefits plans and allow employees the opportunityto en-roll for required and voluntary benefits. Ex 2: A Records representative will prepare for a newemployees Records Information Session. Employeescomplete required tax, payroll, and identificationinformation, learn of some policies and procedures,and are provided with applicable information toprepare for their benefits information session.

Step 3: The Office of Human Resources

Welcomes Employees The Office of Human Resources welcomesthe new employee by emailing NewEmployee information on attending aBenefit and Records sign up session andinstructions on completing the online newEmployee Orientation Program. New Employees supervisor is sent a copyof the email so they are aware of timesthe New Employee will need to be awayfrom the office.

New Employees Information includes:

Step 4: Department Orientation

Information Department orients employee to theirposition, department, and co-workers usingthe following documents in conjunction withyour own orientation process: New Employee Department Letter Environmental Health & Safety information Tour Guides Checklist Before Employees First Day Checklist The First Days Checklist The First Week Checklist

Step 5: Records & Benefit

Information Sessions New Employee attends scheduledRecords and Benefits InformationSession at the Office of HumanResources the Tuesday following theirstart date. Complete necessary employeepaperwork.

Step 6: Return Checklists

Information from these forms isdesigned to facilitate the evaluationof the New Employee Orientationsystem, to confirm that employeesand departments complete thenecessary steps of the orientationprocess, and to cover liability issuesfor new employees.

Definition of induction Induction is the process by which the newrecruit is familiarized with the workingenvironment.

CONTENTS OF A FORMALINDUCTION PROGRAMMEORGANIZATIONISSUES

INTRODUCTIONS

History Structure Physical Layout Product/Service Policies & Rules

To supervisor To trainers To co-workers

EMPLOYEEBENEFITS &PROCEDURES

JOB DUTIES

Wages Holidays Rest breaks Benefits

Job location Overview of job Relationship toother jobs

Training & development

DefinitionTraining The organizational activity which aims to improvean employees current performance.Development Those learning activities designed to help individualemployee grow but which are not confined to aparticular job.

The aim of training

program1. Increase the capacity and capability of employees toperform work- Training to improve the capacity and capability to do the workso that employees are more productive and performance. Thispurpose is achieved through training to employees about theirknowledge and skills to do the work to date.2. Developing the skills and expertise available to avoidbecoming obsolete.- Skills needed by employees can be discovered and honed backand it can be used to enhance the productivity of theorganization.

The aim of training

program3. Produce quality and potential employees to enhanceemployee performance- Training aims to produce quality and potential employees toimprove performance in their work.- It can help employees develop their career in terms of salaryincrease or promotion.

The process of formation a

training program1. Form the basis of training2. Determine training needs3. Set objectives training program4. Determine the training methods that will be used5. Select the media or channel training6. Implement training program7. Evaluate the effectiveness of training program8. Reviewing training policies

1) Form the basis of training

Manager of the human resources department isresponsible for providing training policy which isestablished based on management support andcommitment from boiling ground to facilitateacceptance at all levels of the organization2) Determine training needs Analyzing the organizations and individuals Through analysis of the organization can determinewho really need training and aspects or the field ofconcern

3) Set objectives training program

Aim to improve the skills and performance ofemployees at work. Determined objectives should be measured because itis needed during the evaluation process Without objectively difficult for them to form meaningfultraining and evaluation of training programs will bedifficult

4) Determine the training methods that will be used

There are a large number of training methods available. The mostpopular methods are briefly discuss below :1) Training study- A training technique used to train new employees under the care ofan experienced worker2) Apprenticeship work- Is a training method that takes a long time where the workers will betrained with specific skillsa) Training apprenticeIs a combination of classroom teaching with job trainingmethods

b) Role play- Training rules undertaken by the firm to intern in officeofficers and managers- They are required to respond to a given problem- Trainees are given be instructed how to solve problemsc) Group discussion-involves a discussion between a group of trainees on atopic, issue or question in order to understand or find asolutionto the question.d) Simulation-is a learning activity that focuses on real-life situations- These rules could increase the interest and motivationoftrainees during training for trainees can experiencesuccess orfailure of his treatment outcome

e) Vestibular- Involves the use of one part of the plant to be used as aplace to train workers aim to enable the trainees tofamiliarize themselves with the actual working environmentwithout distracting other employees who were not involved inthe training programf) Coaching and Mentoring-Coaching is an approach where the training manager totrain an officer under them on how to work individually.- Contracting mentoring job training is an approach inwhich an officer is placed under the supervision of anexperienced officer under the

g) In-basket training- In-basket training exercise are simulations ofsituations in which documents to have to beprocessed and are usually used in training ofclerks and supervisor.- Documents which are typically processed by theworkers being trained , pre-prepared and given tothe trainees to read and decide what actionshould be taken on the documents concerned.- Example : Letter , memos , e-mail , reports andanother documents.

h) Job Rotation- Trainees are required to observe and learn the demands of avariety of job and functions over a period of time.- Purpose of the rotation is merely to give an overview of thevarious function so that trainees can see how one job is related toanother, the rotation, period may be quite short perhaps only amatter of week.i) Lecture- Every student is familiar with the lecture, usually a one-waymonologue by a lecturer addresses to a group of learners.- The lecture may be suited by the college environment largelybecause it is relatively easy to conduct and fairly cheap.- A lecture can be supplemented with other methods to ensurelearning take place.

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5) Select the media or channel training

Organization can use multiple channelsand devices to make training programsmore attractive6) Implement training program After selecting appropriate methods,officers can start training Its officers should use creative andinteresting method to maintain interesttraining session

7) Evaluate the effectiveness of training program

Evaluate the effectiveness of training programs and thelevel of skills and knowledge gained after the trainingsession. Assessment results can help an organization to improve itstraining program8) Reviewing training policies All assessment results based training program will bereviewed existing training policy if the policy is not enoughavailable additional policies will be added if appropriatepolicies are not new policies will be formed in accordancewith the training program will be implemented in the future

Training need analysis

Definition of Training Need Analysis

Training Analysis (sometimes called Training NeedsAnalysis (TNA)) is the process of identifying the agap in employee training and related training needs. Training analysis looks at each aspect of anoperational domain so that the initial skills, conceptsand attitudes of the human elements of a system canbe effectively identified and appropriate training canbe specified

Training Need Analysis

The purpose of conducting a training needs analysis (TNA)is to fully understand the training, learning, and educationalneeds of an organisation and its staff. Done well a TNA canhelp an organisation to design and implement learning anddevelopment programs that are aligned to the strategicgoals of the organisation. An effective TNA will assist an organisation to build thepeople capability it requires in order to be successful.Designing and implementing a TNA is the logical startingpoint of a coherent and functional training strategy

How to conduct a training needs analysis

The TNA process is an essential component of our

philosophy and operational methodology. Experiencehas taught us that organisational learning anddevelopment is most powerful when it is connected tothe vision, strategy and culture of an organisation. Swinburne's process when developing andimplementing a training needs analysis is a six stepprocess.

How to conduct a training needs analysis

1 - Examine current programs

2 - Two - Identify purpose

Identify the intent and purpose of 'training' within the organisation.Answers typically include: To help develop the capability and knowledge our people require tobe more effective in their roles To reward and engage staff To assist us in becoming more innovative through access to thelatest knowledge and methods To help us become an employer of choice To develop greater leadership capability Educate staff about our values and our preferred way of doingbusiness